SIMRP Health & Wellness™ MSN Interview with Dr. Scherz
Discover key SIMRP Health & Wellness™ insights from the MSN interview with clinical psychologist Dr. Jared Scherz as he discusses how Self-Insured Medical Reimbursement Plans (SIMRPs) can support employee wellness, strengthen organizational health strategies, and help public-sector employers responsibly evaluate IRS code-compliant employee benefit plans.
TAX SAVINGSTEACHERSUPERINTENDENTEMPLOYEE BENEFITSSELF INSURED MEDICAL REIMBURSEMENT PLANSCHOOL RELIEFSIMRPFUNDINGREIMBURSEMENTSHEALTH CARECHIEF EXECUTIVE OFFICERECFOCOACH
Jake Parvu with Omar Alhassan
7/14/20265 min read
IRS code-compliant employee benefit strategies for public-sector employers.
How School Districts Can Reduce Payroll Taxes and Fund Employee Wellness:
Q&A with Dr. Jared Scherz
Q: School districts face severe budget constraints right now. How does a properly structured Self-Insured Medical Reimbursement Plan generate tax savings for these organizations?
Dr. Scherz: While the tax mechanics are best explained by employee benefits and tax professionals, a properly structured Self-Insured Medical Reimbursement Plan is
RUTHERFORDTON, NC, UNITED STATES, July 14, 2026 /READ ON MSN/- School districts and employers face intense financial pressure today. Staffing shortages, rising healthcare costs, and funding cuts force administrators into difficult choices. Organizations struggle to balance employee support with strict budget constraints. These challenges leave many leaders searching for practical solutions that protect financial stability without sacrificing the well-being of their workforce.
A federally compliant structure known as a Self-Insured Medical Reimbursement Plan (SIMRP) offers a viable path forward. Dr. Jared Scherz, a clinical psychologist and founder of TeacherCoach, helps school districts and public-sector organizations evaluate and implement these wellness programs as and advisor with SIMRP Health & Wellness™ . In this interview, we discuss how the SIMRP framework generates payroll tax savings while providing educators with comprehensive wellness resources at no extra cost.
designed to utilize established IRS code provisions that can reduce taxable payroll for both participating employees and employers when implemented in accordance with applicable law. Most important is what those savings can make possible. When organizations can redirect resources toward employee wellness, mental health support, preventive care, and workforce stability, the benefits extend beyond the balance sheet. Financial stress is one of the most significant contributors to anxiety, burnout, and reduced workplace engagement. Any strategy that responsibly improves employees' financial well-being while helping organizations preserve resources deserves thoughtful consideration.
Jared Scherz, Ph.D., M.Ed., founder of TeacherCoach and longtime advocate for educator wellness and workforce support.
employees and public resources. The goal shouldn't be to overcome skepticism—it should be to satisfy it. That means encouraging independent legal review, involving financial professionals, asking difficult questions, and carefully examining the supporting documentation. When leaders have the opportunity to verify the facts through their own trusted advisors, skepticism often evolves into informed confidence.
Jared Scherz, Ph.D., M.Ed., supports the SIMRP program as an excellent method to boost employee morale while saving precious tax dollars.
Q: Administrators often view new financial frameworks with skepticism. Why do some leaders initially think the SIMRP structure sounds too good to be true, and how do you address those compliance concerns?
Dr. Scherz: Healthy skepticism is exactly the response I'd expect from responsible school leaders. Superintendents and school business officials have a duty to question any proposal that claims to improve employee outcomes while also creating financial efficiencies. Extraordinary claims naturally trigger caution, and that's appropriate when you're making decisions that affect
Educators spend their careers caring for others. Providing convenient, accessible wellness resources is one way organizations can help ensure those same educators—and their families—have the support they need to remain healthy, resilient, and engaged both inside and outside the classroom.
"One of the biggest barriers to improving health outcomes isn't a lack of available care—it's a lack of access."
— Dr. Scherz
Q: The program provides access to telehealth, mental health support, and preventive care. How do these zero-copay benefits specifically address the current needs of educators and their families?
Dr. Scherz: One of the biggest barriers to improving health outcomes isn't a lack of available care—it's a lack of access. For many educators, taking time away from students, arranging childcare, or worrying about out-of-pocket costs often leads people to postpone care until a problem becomes more serious. Zero-copay services such as telehealth, mental health counseling, and preventive care reduce many of those barriers. They make it easier for educators and their families to seek help early, rather than waiting until stress, illness, or emotional challenges begin affecting their work and home life.
Early intervention is incredibly important. Whether someone is experiencing anxiety, depression, chronic stress, or simply needs support navigating a difficult period, timely access to care is associated with better outcomes than waiting until a crisis develops. The same principle applies to physical health. Preventive care helps identify concerns before they become more complex and more costly.
Q: Projections show how a large school district of 24,000 employees could potentially save over $14 million annually. How can school systems strategically redirect these tax savings to further support their staff and students?
Dr. Scherz: Every district large or small will have its own priorities and budget process, so decisions about how any realized savings are used belong with district leadership and their governing board. The tax savings isn’t regulated. The school districts and businesses that utilize the program will need to decide the best way they use their employer savings to benefit their group. The employee savings can be used to start retirement accounts or offset the cost of major medical expenses, it is really up to the individual to decide the best use of their savings.
Ultimately, the greatest value of any financial efficiency isn't simply the dollars saved—it's what those dollars make possible. If a district can responsibly redirect resources toward initiatives that improve employee well-being, strengthen student support, or expand educational opportunities, those investments have the potential to benefit the entire school community.
Q: Implementing a SIMRP requires careful legal and administrative oversight. From your perspective, why is independent due diligence so important before a district adopts any new employee benefit strategy?
Dr. Scherz: Independent due diligence is essential because employee benefit decisions affect people's health, finances, and trust in their employer. As a psychologist, I've learned that trust isn't built through promises—it's built through transparency, thoughtful evaluation, and confidence that decisions have been carefully examined from every appropriate angle.
When districts consider any new employee benefit strategy, they should encourage independent legal review, tax analysis, financial oversight, and input from experienced employee benefits professionals. That process isn't about creating obstacles; it's about ensuring leaders have the information they need to make informed decisions on behalf of their employees and their communities.
Healthy skepticism is a strength, not a weakness. Responsible leaders ask difficult questions, invite expert opinions, and expect clear, evidence-based answers. When a proposal can withstand that level of scrutiny, decision-makers can move forward with greater confidence because the decision is grounded in facts rather than assumptions.
Our conversation with Dr. Scherz highlights a highly practical approach to managing school district finances. A properly structured SIMRP allows organizations to fund essential employee benefits through established tax provisions. Employers can improve staff retention and support their workforce without adding new financial burdens to their operating budgets.
As healthcare expenses continue to climb, public and private organizations must evaluate compliant, tax-advantaged benefit structures. Adopting a SIMRP provides a clear method to support educators while maintaining fiscal responsibility. This framework proves that organizational stability and comprehensive employee wellness can coexist successfully.
To learn more, visit https://simrphealth.com
Disclaimer: SIMRP Health & Wellness™ does not provide legal, tax, or accounting advice. Organizations should consult qualified legal, tax, payroll, and employee benefits professionals when evaluating any tax-advantaged employee benefit program.
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SIMRP Health & Wellness™ is an independent entity that provide access to educational information regarding programs utilizing federally recognized tax codes and wellness reimbursement structures that may help qualifying organizations obtain benefits through payroll tax savings. We utilize the professional services of third-party providers for the preparation, filing, and implementation of SIMRP plan documents; however, we are not owned by, affiliated with, endorsed by, or acting on behalf of such providers, the Internal Revenue Service, the U.S. Department of Labor, or the federal government. The information provided on this website is for general educational and informational purposes only and should not be construed as tax, legal, accounting, financial, or regulatory advice. We are not tax professionals, attorneys, certified public accountants, or experts in the interpretation of tax law, and we do not recommend tax strategies or make guarantees regarding tax treatment, eligibility, savings, or compliance outcomes. Individuals and organizations seeking to verify or rely upon any information presented on this website should consult with qualified tax professionals, legal counsel, payroll specialists, or other licensed advisors regarding their specific circumstances before making any financial, tax-related, legal, or benefits decisions.
